Differences Between Managing and Leading

Differences Between Managing and Leading

The differences between managing and leading, and going from manager to leader, is one of my favorite topics in which I train at PR, Communications and related agencies.

So I was delighted when the folks at Arment Dietrich, which is led by my dear friend Gini Dietrich, allowed me to guest post on this subject at their respected, fun and often hysterically funny communications blog, Spin Sucks.

Please take a look. As always, I hope it brings you value!

Seven Critical Differences Between Managing and Leading

As an executive coach, I follow posts in the leadership space on a daily basis.

In doing so, I see many experts using “leadership” and “management” interchangeably.

I disagree. Vehemently.

While “everyone” (business owners, entrepreneurs, corporate executives, agency leaders to name a few) must tap into both management and leadership skills, they’ll be more successful if they understand the differences between them.

Here are seven.

Management is Things; Leadership is People.

Specifically, we can manage processes, budgets, operations, calendars, production schedules, and so forth.

But when it’s about people, it’s leading, not managing.

If you’re thinking about managing people, you’re getting off on the wrong foot.

Because when you manage things, you’re in charge. With people? To quote Borat, “Not so much!”

Management is Facts and Figures; Leadership is Feelings

Many of my clients say, “I wish I could take emotion out of my workplace.”

We can and should tap into both to motivate and inspire them to take the actions that will drive themselves and our organizations to new heights.

Truly effective leaders are keenly aware of their team members’ thoughts and perceptions, and give them reasons to be energized, positive, and optimistic about their joint futures.

Rather than attempting to remove emotion from their organizations, successful leaders are mindful of the emotional state of their followers and are conscious of sharing emotional energy that’s calm, centered, and constructive.

Nearly All Leaders are Solid Managers

Most executives are promoted into positions of leadership because they’ve proven themselves as managers.

However, too many managers are promoted into positions of leadership not because they’re good leaders, but because they’re great at being PR, social media, or social PR pros, at client service, and building up business.

Those are estimable skills, but they’re not necessarily leadership.

And I know. I was one!

(Okay, I’m being a little hard on myself, as many of my clients are former employees. But if I’m honest…)

Management May Be about You. Leadership is about Them!

At a certain point, you figure out how to create a schedule, whether a production schedule, a workflow chart, or an editorial calendar.

You know what it takes to plan and execute with excellence. And you can bring it all in on budget.

Leadership is different because it’s all about them, the individuals whom you’re leading.

What inspires them? What motivates them (or as some would suggest, how do you empower them to tap into what motivates them?)